UKREiiF once again proved to be one of the most valuable meeting points for the UK’s built environment, infrastructure and investment sectors.
For me, the event was a really useful opportunity to meet clients, speak with candidates, attend sector discussions and get a clearer understanding of where demand is building across the market. Across the conversations I had and the sessions I attended, several clear themes stood out: the growing importance of data centres, the ongoing challenge of securing specialist technical talent, the need for flexible workforce models, and the increasing role of regional growth in the UK’s infrastructure future.
Data centres are now core national infrastructure
One of the strongest themes I took away from UKREiiF was the rapid growth of the UK data centre sector.
Historically, data centres may have been viewed as specialist commercial assets. That perception is changing quickly. They are now increasingly being discussed in the same context as energy, transport, utilities and telecommunications infrastructure, because almost every part of the UK economy now relies on secure and resilient digital systems.
Cloud computing, AI, healthcare systems, financial services, logistics, streaming, defence and public services all depend on high-capacity data storage and processing. That means data centres are no longer just a supporting part of the economy; they are becoming one of the foundations of it.
At UKREiiF, as you’d expect, the scale of investment entering the sector was a major topic of discussion, particularly around London, Slough and the wider South East. Demand is being driven by cloud services, AI capability, digital storage and the continued expansion of hyperscale operators.
For technical recruitment, this matters. Data centres require a broad mix of skills, including civil engineering, structural design, building services, power, energy, planning, project management, sustainability, security and long-term maintenance expertise. As the sector grows, competition for experienced technical professionals is likely to increase.
Power and planning are becoming delivery-critical issues
While investment appetite is strong, the delivery challenge is significant.
One of the key messages from the data centre sessions was that power availability is becoming one of the biggest constraints on future growth. In some locations, land is not the primary issue; access to grid capacity is.
This has important implications for the built environment. Data centre growth is closely tied to energy infrastructure, planning policy, utilities, sustainability and regional development. Without the right power strategy, even well-funded schemes can face delays.
Planning was another recurring theme. There was a lot of discussion around the need for faster approval processes and more coordinated decision-making, particularly where projects are now recognised as strategically important to the UK economy.
For me, this reflected a wider point that applies across infrastructure: investment alone is not enough if delivery systems cannot keep pace.
The regions have a major role to play
Although London and the South East remain central to the UK data centre market, UKREiiF highlighted growing interest in regional locations.
Cities such as Manchester, Leeds, Birmingham, Cardiff and parts of Scotland are increasingly being discussed as potential growth areas for digital infrastructure. These locations may offer stronger opportunities around land availability, regeneration, power access and long-term regional economic development.
This was one of the most encouraging themes from the event. Infrastructure investment has the potential to support more balanced growth across the UK, particularly when linked to local skills, supply chains and employment.
For candidates, this could mean more opportunities outside traditional hotspots. For employers, it reinforces the importance of building regional talent pipelines early, particularly in sectors where skills shortages are already well established.
Clients are looking for flexibility, not just headcount
Across the client meetings I had, another clear theme emerged: businesses want access to good people, but they also need flexibility.
Several conversations touched on the role of contractors in helping businesses manage workload, bridge gaps while permanent hires are secured, and maintain delivery when project demand fluctuates. In some cases, clients who had previously been cautious about contract recruitment were open to reconsidering it when we discussed the practical pressures of project delivery.
This is particularly relevant in civil engineering, transport planning, highways, drainage, structures and infrastructure design, where experienced professionals remain difficult to secure. Permanent recruitment remains important, but it is not always fast enough to solve immediate delivery challenges.
The most effective workforce strategies are likely to combine permanent hiring with well-managed contract support, particularly where clients need specialist technical expertise for defined periods of work.
Cultural fit is becoming as important as technical ability
Another theme that came through strongly in my meetings was the importance of cultural fit.
Many clients are not simply looking for someone who can do the technical work. They want people who can manage projects, work with clients, support teams, communicate clearly and contribute positively to the business.
This is especially true for smaller consultancies and growing teams, where one senior hire can have a significant impact. In these environments, the “right first hire” can shape the direction of a department, open up new workstreams and give confidence to invest further.
For candidates, this is a useful reminder that technical ability alone is rarely enough. Employers are increasingly looking for people who can demonstrate commercial awareness, adaptability, communication skills and the ability to build trust with clients and colleagues.
Salary insight remains highly valued
One of the more positive takeaways for me was the continued value clients place on market insight.
The Carrington West salary survey came up in several conversations, with clients using it to benchmark salaries, understand market movement and support internal hiring decisions.
In a competitive market, good salary data is more than a reference point. It helps employers make informed decisions, reduce the risk of losing candidates during the process and ensure they remain realistic about what the market can deliver.
For candidates, transparency around salary expectations can also improve confidence and reduce uncertainty when considering a move.
Relationships still matter
While UKREiiF is known for its talks, panels and headline sessions, some of the most valuable conversations I had happened around the fringe events, breakfasts and pre-arranged meetings.
That was one of the strongest lessons from the event. In-person networking still matters, particularly in technical recruitment where long-term relationships are built on trust, consistency and sector understanding.
UKREiiF gave me the opportunity to reconnect with existing contacts, strengthen client relationships and identify new opportunities across civil engineering, transport planning, infrastructure and digital infrastructure.
What does this mean for the market?
My main takeaway from UKREiiF is that the UK infrastructure market is evolving quickly.
Data centres are moving from a specialist asset class to a nationally significant infrastructure priority. Regional growth is becoming increasingly important. Planning, power and sustainability are central to delivery. Employers need adaptable workforce models. Candidates need to demonstrate both technical capability and commercial awareness.
For technical recruiters, this creates an important responsibility. Our role is not only to fill vacancies, but to help clients understand the market, plan ahead and access the skills needed to deliver complex projects.
At Carrington West, we will continue to support clients and candidates across the built environment by combining sector knowledge, salary insight and long-term relationship-led recruitment.
As UKREiiF showed, the opportunities across UK infrastructure are significant. Delivering them will depend on having the right people in the right roles at the right time.